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HUMAN RESOURCE MANAGEMENT
RECRUITMENT & SELECTION: JOB
ANALYSIS & DESIGN
Fall Semester 2013
Outline
Intro to Recruitment & Selection
Why Job Analysis?
Conducting Job Analysis
Creating Job Descriptions
Class Activity!
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RECRUITMENT AND SELECTION
Job
Generally defined as “a set of closely related activities
carried out for pay.” 9/23/2013
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Job Analysis: A Basic Human Resource Management Tool
Tasks Responsibilities
Job
Analysis
Job
Descriptions
Job
Specifications
Knowledge Skills Abilities
Human Resource
Planning
Recruitment
Selection
Training and
Development
Performance Appraisal
Compensation and
Benefits
Safety and Health
Employee and Labor
Relations
Legal Considerations
Job Analysis for Teams
Duties
Job Analysis
It is the procedure for determining the duties and
skill requirements of a job and the kind of person
who should be hired for it.
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Types of Information Collected
Work activities
Human behaviors
Machines, tools, equipment, and work aids
Performance standards
Job context
Human requirements
Uses of Job Analysis Information
Recruitment and Selection
Compensation
Performance Appraisal
Training
Discovering Unassigned Duties
EEO Compliance 9/23/2013
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The Nature of Job Analysis
Job analysis
The procedure for determining the duties and skill
requirements of a job and the kind of person who should be
hired for it.
Job description
A list of a job’s duties, responsibilities, reporting
relationships, working conditions, and supervisory
responsibilities—one product of a job analysis.
Job specifications
A list of a job’s “human requirements,” that is, the requisite
education, skills, personality, and so on—another product of
a job analysis.
Uses of Job Analysis Information
Dessler, 2005 9/23/2013
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Steps in Job Analysis
Dessler, 2005
Step 1: Decide how you’ll use the
information.
Step 2: Review relevant background
information.
Step 3: Select representative positions.
Step 4: Actually analyze the job.
Step 5: Verify the job analysis information.
Step 6: Develop a job description and job
specification.
Sample Report
Based on
Department of
Labor Job
Analysis
Technique 9/23/2013
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Methods of Collecting Job Analysis
Information: The Interview
Information sources
Individual employees
Groups of employees
Supervisors with
knowledge of the job
Advantages
Quick, direct way to find
overlooked information.
Disadvantages
Distorted information
Interview formats
Structured (Checklist)
Unstructured
Interview Guidelines
The job analyst and supervisor should work together to identify
the workers who know the job best.
Quickly establish rapport with the interviewee.
Follow a structured guide or checklist, one that lists open-ended
questions and provides space for answers.
Ask the worker to list his or her duties in order of importance and
frequency of occurrence.
After completing the interview, review and verify the data. 9/23/2013
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Methods of Collecting Job Analysis
Information: Questionnaires
Information source
Have employees fill out
questionnaires to describe
their job-related duties
and responsibilities.
Questionnaire formats
Structured checklists
Opened-ended questions
Advantages
Quick and efficient way to
gather information from
large numbers of
employees
Disadvantages
Expense and time
consumed in preparing
and testing the
questionnaire
Methods of Collecting Job Analysis
Information: Observation
Information source
Observing and noting the
physical activities of
employees as they go
about their jobs.
Advantages
Provides first-hand
information
Reduces distortion of
information
Disadvantages
Time consuming
Difficulty in capturing
entire job cycle
Of little use if job involves
a high level of mental
activity. 9/23/2013
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Methods of Collecting Job Analysis
Information: Participant Diary/Logs
Information source
Workers keep a
chronological diary/ log
of what they do and the
time spent in each activity.
Advantages
Produces a more complete
picture of the job
Employee participation
Disadvantages
Distortion of information
Depends upon employees
to accurately recall their
activities
Quantitative Job Analysis Techniques
The position
analysis
questionnaire
(PAQ)
A questionnaire
used to collect
quantifiable
data
concerning the
duties and
responsibilities
of various jobs. 9/23/2013
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The Department of Labor (DOL) procedure
A standardized method by which different jobs can be
quantitatively rated, classified, and compared.
Functional job analysis
Takes into account the extent to which instructions,
reasoning, judgment, and mathematical and verbal
ability are necessary for performing job tasks.
Experience
Worker requirements
Occupational requirements
Occupation-specific requirements
Worker characteristics
Occupational characteristics
Occupational Information – from the
Dictionary of Occupational Titles on O*Net
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Writing Job Descriptions
A job description
A written statement of what the worker actually
does, how he or she does it, and what the job’s
working conditions are.
Sections of a typical job description
Job identification
Job summary
Responsibilities and duties
Authority of incumbent
Standards of performance
Working conditions
Job specifications
Sample Job
Description,
Pearson
Education
Source: Courtesy of HR Department,
Pearson Education. 9/23/2013
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Sample Job
Description,
Pearson
Education
Figure 4–7b
Source: Courtesy of HR
Department, Pearson
Education.
From Specialized to Enlarged Jobs
Job enlargement
Assigning workers additional same level activities, thus
increasing the number of activities they perform.
Job enrichment
Redesigning jobs in a way that increases the
opportunities for the worker to experience feelings of
responsibility, achievement, growth, and recognition. 9/23/2013
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From Specialized to Enlarged Jobs
(cont’d)
Job rotation
Moving a trainee from department to department to
broaden his or her experience and identify strong
and weak points to prepare the person for an
enhanced role with the company
Systematically moving workers from one job to
another to enhance work team performance.
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